recruitiment and retention for the new millennium

[PLBS=nurseissues417]

Hello everyone. I am a nursing student trying to understand current issues in nursing. In the news we read and hear about the reasons for the nursing shortages but what about recruitment and retenion issues. I would like to hear what nurses in the profession have to say about this topic. I invite anyone to make comment on one or all of the following questions.

What retention efforts are being initiated to retain nurses in your institution?

Do you think the initiatives are working?

What needs to happen in the nursing profession to retain nurses?

I want to put this up for discussion and would invite everyone to comment. There has been a lot of tallk about the shortages but what is being done about it?

Thanks for your time and input

[shelly304]

If you do several searches on allnurses, you will find a plethera of info for your assignment! Good luck in school!!

[PLBS=nurseissues417]

Thanks Shelly304!

I have done the searches you suggested earlier which was very beneficial and is how I came up with the idea for this assignment: My intent was to create a dialogue among professionals as my assignment. I felt this would be a more personal, objective and current discussion on this varied topic. If you care to share any ideas about retention to help get this forum started, I'd appreciate the input!

Thanks again.

[mama_d, BSN, RN]

There are absolutely no retention initiatives at my facility. Which sucks. We have a lot of "lifers" there, people who have been working there for 20+ years, and a lot of us believe that there should be retention bonuses in the same way that there are sign on bonuses.

It makes no sense to me why a hospital would be willing to pay $6000-10000 for a brand new grad with no experience, paid out in 18 months, but are totally unwilling to even consider a $2000 bonus every five years to those who have stayed there through thick and thin. We are told that the extra discount in the cafeteria and the raises we get should be enough incentive to stay.

Personally, once I get my RN, I may very well be a job hopper for sign on bonuses for FT positions and go to PRN where I am now. I love the people I work with, but if I can get $6000 extra every two years by job hopping for the bonuses, why not? It's not as if hospitals really care about keeping their loyal employees, a body's a body to them as long as we don't kill anyone...and even that's up for debate.

[mpccrn, BSN, RN]

i worked at a regional trauma center and longevity was NOT an advantage, in fact it was detrimental (highest pay scale, most vacation time). the institution made covert attempts at making the lifers life miserable. it was far more adventagous to replace a lifer with a new grad, made good "buisness" sense (lower pay scale, minimal vacation time).....of course it was not always beneficial to the patient but families and patients didn't know that. there is little in the retention forum although it's beginning to be talked about. i'm now in a community hospital where respect for experience and knowledge is celebrated. it's still a funny feeling to me after 5 years but a pleasurable one. in my eyes, that's a good start.